The challenges ofÌýbuilding an inclusive distributed communityÌý

When developing 51±¬ÁÏÍø’sÌýEquity,ÌýDiversity andÌýInclusion (EDI)Ìýstrategy, we realised that building a truly inclusive community is uniquely challenging in a distributed research institute like ours,Ìýwhere people span multiple universities,ÌýsectorsÌýand disciplines.ÌýÌý

We wanted to get a clear picture of the diversity and inclusiveness of our whole community but needed to tailor our approach to a distributed context. To do so, we reviewed how other distributed or membershipÌýbasedÌýorganisations gather insightsÌýonÌýtheir communityÌýandÌýidentifiedÌýmanyÌýapproaches we could learn from,ÌýrangingÌýfromÌýtheÌýuse ofÌýÌýtoÌý.ÌýÌý

Based on these learnings we ran a community-wide survey, which has given us a better understanding of the experience of our community, including how well our onboarding is working, their sense of belonging and their awareness of available support. We have also drawn on research exploring practices that help community members feel supported, connected, and genuinely included.ÌýÌý

We recently invitedÌý, social psychologist and chair of the University of Surrey’s Rainbow Network, to discuss his research exploring inclusion practices across academia and beyond, with a particular focus on LGBTQ inclusion in STEM.ÌýÌýRead on for a summary of our conversation.ÌýÌý

WhatÌýhaveÌýyouÌýlearntÌýaboutÌýthe LGBTQ+ inclusion practices across academia andÌýin STEM?ÌýÌýÌý

TheÌýÌýwas motivated byÌýtheÌýchallenges experienced by LGBTQ+ individualsÌýwithin STEM fields and the need to reassess institutional practices amid a climate of shifting societal attitudes. WeÌýexaminedÌýwhat institutions say they are doing and what practices staff were aware of, via an analysis of information available on UK higher education institutions webpages and follow-up survey and interviewsÌýwithÌýtheÌýLGBTQ+Ìýcommunity andÌýEDIÌýcolleagues. Several practicesÌýwere consistentlyÌýsurfaced.ÌýÌý

Anti‑discrimination policiesÌýwereÌýalmostÌýuniversal,ÌýperhapsÌýunsurprisingÌýgiven legal obligations under the Equality ActÌý(2010). Similarly, gender‑neutral facilitiesÌýwere also commonly mentioned,Ìýlikely reflectingÌýcurrent public debates and pending national guidance.ÌýMoreÌýunexpected,Ìýbut central to the findings,Ìýwas the role of LGBTQ+ staff networks.ÌýÌýWhile widely present, these varied in form, visibility, and influence.ÌýPracticesÌýthat participantsÌýreported as less visibleÌýincluded showcasing inclusivity when advertising jobs or outwardly communicating LGBTQ+ inclusion commitments.ÌýÌý

ExploringÌýthe theme of support in more detail,Ìýwhat have you learnt about peoples’ experiencesÌýof LGBTQ+ inclusion practices?ÌýÌý

Participants shared rich insights about their lived experiences, revealing three coreÌýmessages:Ìý

  • SafeÌýspacesÌý–ÌýPeople want more than policies.ÌýThey want environments where they can show up authentically in daily interactions.ÌýÌý
  • MeaningfulÌýengagementÌý–ÌýA recurring theme wasÌýtheÌýdisconnectÌýbetween institutional policies or inclusion commitments and LGBTQ+ staffÌýfeelingÌýheardÌýin a meaningful way.ÌýÌý
  • Trained,ÌýactiveÌýalliesÌý–ÌýTraining and allyshipÌýemergedÌýas crucial. Participants emphasised the importance of colleaguesÌý(allies)Ìýwho understand the issues and actively support inclusion.Ìý

How do your findings,ÌýthatÌýpredominantly focusÌýonÌýacademicÌýsettings,Ìýtranslate for a distributed community, such as 51±¬ÁÏÍø, orÌýanyÌýorganisationÌýworking toÌýbuildÌýaÌýsense of belonging?Ìý

Although my research is based in higher education, the insights translate well to other environments,Ìýincluding distributed research communities like HDR UK.ÌýÌýVisibility andÌýsupportÌýstillÌýmatter, even when teams are remote or spread across multiple institutions.ÌýÌýÌý

People need to know where support is and how to access it.ÌýThis includes when working with stakeholders,ÌýcollaboratorsÌýandÌýindustry partners.ÌýWhat peopleÌýare really askingÌýforÌýis supportÌýand safeÌýspaces regardless of whether we are in one place or workingÌýacross different contexts,ÌýsectorsÌýor spaces.ÌýAnd these spacesÌýdon’tÌýhave to be physicalÌý–Ìýthey can be virtual or network-based,Ìýprovided they offer safety and accessibility.ÌýSimilarly, while our research focused on the LGBTQ+ community, many of our findings would apply across minoritised groups.ÌýÌý

As chair of the RainbowÌýNetwork at the University of Surrey, what tips would you share onÌýestablishingÌýand supporting a successful LGBTQ+ network?Ìý

Our research confirmedÌýthat networksÌýareÌývitally important toÌýinclusion,ÌýbutÌýtheir form varies dramatically.ÌýSome institutions have well‑embedded networksÌýwithÌýlinksÌýto executiveÌýsponsors, EDIÌýteamsÌýand committees.ÌýOthersÌýareÌýgrassroots, volunteer‑led groups, passionate but unsupported, lacking institutional links, resources, or influence.Ìý

Both models have strengths and challenges, but the key difference isÌýabilityÌýtoÌýinfluenceÌýdecision-making. Where networks are empowered to shape policies, training, and community support, engagement feels genuine and impactful.ÌýÌý

In my experienceÌýas chair, I wouldÌýhighlight two criticalÌýfactors.ÌýThe first isÌýtransparent, two‑way communication.ÌýI prioritise openness in myÌýroleÌýwhich often actsÌýasÌýthe bridge between the institution and the community,Ìýsharing decisionsÌýandÌýinvitingÌýfeedback.ÌýSecondly,ÌýI have recognisedÌýthat notÌýeveryoneÌýparticipatesÌýin the same way.ÌýFacilitatingÌýdiverse forms of participation makesÌýnetworks more accessible.Ìý

In addition, allies play a powerful role, but institutions must balance ally engagement withÌýtheÌýprotection of LGBTQ+‑only spaces. At Surrey,Ìýwe haveÌýa two‑channel approachÌý– a Rainbow Network for LGBTQ+ staff onlyÌýand aÌýseparateÌýallies’Ìýnetwork.ÌýAlliesÌýare asked toÌýcompleteÌýLGBTQ+ awareness training, ensuring they canÌýengageÌýwith intention and understandingÌýwhile preservingÌýthe safety andÌýintegrityÌýofÌýLGBTQ+ÌýonlyÌýspaces.Ìý

Finally, role modelsÌýareÌýimportant, especiallyÌýin fieldsÌýwhere there isÌýunder-representation,Ìýsuch asÌýSTEM.ÌýHowever,Ìýthere is a risk of role modelling becoming performative. AuthenticityÌýis keyÌý–Ìýanyone can be a good role model byÌýdemonstratingÌýaÌýgenuine, supportiveÌýattitude to the LGBTQ+Ìýcommunity in theirÌýeverydayÌýactions.ÌýBy working together, we can make inclusion a lived experience, not just a policy.Ìý

YouÌýcan read more aboutÌýDr Fasoli’sÌýresearchÌýÌýandÌýfollowÌýHDR UK’s progress, as weÌýdraw onÌýour communityÌýsurvey findings and widerÌýgoodÌýpractice,Ìýto createÌýmore inclusiveÌýresearch communitiesÌýin whichÌýeveryone, whether part of or collaborating with us, knows where to find guidance, resourcesÌýand support.ÌýÌý

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